Stress is “the disease” of the 21st century. According to Mohajon (2012), stress refers to the physical and emotional response that our body produces in reaction to various situations and events that can evoke feelings of fear, irritability, confusion, danger, or excitement. Stress can be caused by a range of external and internal factors, including environmental stressors like noise, temperature, or pollution, as well as personal stressors like work-related pressures, financial difficulties, and relationship problems. When our body experiences stress, it activates the “fight or flight” response, which is a natural physiological reaction that prepares our body to cope with a potential threat. This response triggers the release of hormones such as adrenaline and cortisol, which increase our heart rate, blood pressure, and respiration, among other things.
Forerunner of Stress
Stress has become a widespread issue across the globe, as rapid changes in the environment, competitive and complex lifestyles, and limited free time have created a demanding and challenging atmosphere (Kushnir et al., 2021). Additionally, civil wars, poverty, economic recession, inflation, unemployment, pandemics, and political instability under socio-political and economic conditions as well as ethnic and racial minorities, gender and sexual minorities, and those who belong to lower social classes and castes, can all be attributed to increased stress levels in individuals. (Lazarus & Folkman, 1984).
The prevalence of stress and its adverse effects on mental and physical health necessitates the need for effective stress management strategies. Thus, it is essential to develop and promote coping mechanisms that can help individuals manage stress effectively and improve their overall well-being. An extensive survey across Sri Lanka, conducted by Rasalingam et al., (2022) discovered that a significant number of adolescents in Sri Lanka, approximately 40%, experienced mental health issues, such as loneliness, anxiety, and suicidal thoughts. This prevalence was notably higher than the global average, which ranges from 10% to 20%.
In light of organizations, it can be observed various stressors under different levels. According to Luthans (2011), stress occurs at organizational, group, individual, and extra-organizational levels. At the organizational level, stress can be caused by factors such as job insecurity, lack of support from management, and poor working conditions (Scherer & Hwang, 2018). Group-level stressors may arise from conflicts among team members, lack of communication and coordination, and unequal distribution of workload (Lazarus & Folkman, 1984). Individual-level stressors, on the other hand, are subjective and depend on personal factors such as personality, coping mechanisms, and perception of stress (Luthans, 2011). Moreover, extra-organizational stressors refer to the factors outside the work environment that can have an impact on individuals’ stress levels, such as family issues, financial problems, and health concerns (Scherer & Hwang, 2018). Recognizing the different levels of stress and their sources can help organizations develop targeted interventions to reduce stress and promote employee well-being. This, in turn, can result in improved organizational performance and increased job satisfaction among employees.
Consequences of Stress
According to Luthans (2011), stress can have various consequences on individuals, including psychological, physiological, and behavioral consequences. Psychological consequences of stress can include increased anxiety, depression, and emotional exhaustion. When individuals experience stress, they may have difficulty managing their emotions, leading to feelings of helplessness, hopelessness, and reduced self-esteem. This can lead to decreased job satisfaction and poor performance at work. Physiological consequences of stress can include physical health problems such as cardiovascular disease, musculoskeletal disorders, and gastrointestinal problems. Long-term stress can lead to chronic health conditions and reduce an individual’s overall quality of life. Behavioral consequences of stress can include increased absenteeism, decreased work productivity, and increased substance abuse. Stress can affect an individual’s ability to focus, leading to mistakes at work and reduced motivation to complete tasks (Luthans, 2011). Additionally, individuals may engage in unhealthy behaviors as a coping mechanism, such as overeating or smoking, which can lead to further health problems. Individuals and organizations need to recognize the different consequences of stress and take steps to manage it effectively. This can include the use of problem-focused and emotion-focused coping strategies, such as exercise, time management, and social support. Organizations can also create a supportive work environment that addresses the root causes of stress, such as workload and job demands, and provides resources to help employees manage stress effectively.
Managing Stress
In managing stress, we can use both problem-focused coping strategies and emotions-focused coping strategies. Stress can be managed through the use of both problem-focused coping strategies and emotion-focused coping strategies. Problem-focused coping strategies can be used by individuals and organizations to address the underlying causes of stress. For individuals, behavioral self-control such as time management and setting work priorities, and getting help from a mentor can be effective (Lazarus & Folkman, 1984). For organizations, enriching the design of tasks or jobs, clarifying organizational roles, and providing flexible work schedules, job sharing, and telecommuting options can help reduce stress levels among employees (Scherer & Hwang, 2018). Emotion-focused coping strategies, on the other hand, focus on managing emotional distress caused by stress. For individuals, activities such as exercise, meditation, social support, clinical counseling, networking, aesthetic practices, and dysfunctional strategies can be helpful (Lazarus & Folkman, 1984). Organizations can provide on-site exercise facilities, supportive organizational climates about structure, policies, and processes, employee assistance programs, personal days, and sabbaticals to help employees manage their emotions and reduce stress (Scherer & Hwang, 2018). It is important to note that both problem-focused and emotion-focused coping strategies can be used together to manage stress effectively. By recognizing and addressing the underlying causes of stress and managing the emotional distress that arises from it, individuals and organizations can create a healthy and productive work environment.
This content was facilitated by CeFEnI/COSME and prepared by the University of Sri Jayawardenapura, Kotte